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A great analysis with good answers.So what can you or we do when the weight of hte heirarchy get in the middle and we have to doge key people (your manager or the division manager) to get the right message to the top management which is more willing to play the "no team" and support the goo descision.

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The issue is not that Erin has wonderfully laid out several psychological nuances quite well but that she left out one way to a decsion is by moving from self interest by asking themselves - Who (either an individual or small group) is in the best position and is the best person or group to actually make this decision for me/us?

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The way I see this topic goes to one up bring leave impression on the mangers.You see when were young one could see they might have some bad habits early in their life as they got older they what they could get away without anyone keep them in line.

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The article makes some good points, but stops short of some of the most important and relevant reasons. One of these is political pressure real or imagined. We can see this in the analysis of the space shuttle Challenger disaster or the focus on profitability even if it was only an accounting trick as happened in many of the recent scandals such as Enron, Worldcom, Tyco, etc. I also agree with Paul that self-interest is an extremely powerful motivation that often can cause managers to focus on personal benefit to the exclusion of benefit to the organization as a whole or be short-term focused when it will actually result in long-term disadvantage.